1.4.1 Human Resource Information System (HRIS)

Question 1

Define Human resource information system (HRIS)

Answer 1

a collection of information about the people working for the organization. Often apart of an organization’s enterprise resource planning (ERP)

Question 2

Define enterprise resource planning (ERP) system

Answer 2

a computer-based system that integrates the various processed throughout a business. The purpose of ERP is to bind the different computer systems together so they can share information and make the organization more efficient

Question 3

What are the major uses of an HRIS include what?

Answer 3

1. Human resource planning: to anticipate replacements and promotions
2. Diversity reports: to know how many employees of each sex and ethnic group are employed in each job category
3. Compensation reports: to obtain information regarding how much each employee is paid, the overall compensation costs, and the financial costs of pay increases and other compensation costs, and the financial costs of pay increase and other compensation changes
4. Personnel research: to conduct research into such problems as turnover and absenteeism, or to discover the most productive places to look for new recruits
5. Training- needs assessment: to analyze the performances of individuals and to determine which employees need further training

Question 4

Data in the HRIS needs to be updated regularly, what types of information can help keep an HRIS up-to-date

Answer 4

Employment application
Performance evaluations
Disciplinary actions
Payroll data

Question 5

Explain employee application

Answer 5

Virtually every organization collect information as part of its hiring process. The application ought to be designed in part to collect the information needed for a human resource information system. This information included educational level, skills, and other pertinent biographical data. Some organizations prefer to keep their initial application simple, asking only for information that will help them decide whether an applicant is a desirable job candidate. After a candidate is selected for employment, he or she is then asked to provide more detailed information for the HRIS

Question 6

Performance evaluations

Answer 6

Information should be updated periodically regarding the employees’ skills and talents, present levels of performance, and potential for growth

Question 7

Personnel change notices

Answer 7

since personnel changed occur throughout the year, this type of information needs to be updated frequently, Changes to an employee’s status, such as a transfer, termination, promotion, or upgrading of job duties should be updated in the HRIS

Question 8

Disciplinary actions

Answer 8

Information regarding formal disciplinary action should be included in the HRIS. As with other sensitive data, disciplinary information should be protected so only those who have a legitimate need to see it have access.

Question 9

Payroll data

Answer 9

Human resource information system often contain each employee’s salary history, including base pay, percentage increases for each year, and any bonuses and special awards that have been given

Question 10

In addition to keeping employees’ data-up-to-date, HRIS administrators must maintain what?

Answer 10

keeping the system current and keeping the system security free of data breaches
continually assess whether the HRIS is meeting the needs of the organization.

Question 11

gap analysis

Answer 11

A method which consists of comparing the current situation to the desired situation in order of identify the “ gap,” or the changed required to reach the desired state. can be used to ensure that the HRIS is meeting the needs of the organization.